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Substantive conversation took place as the candidate and prospective employer agreed upon the terms of a potential offer. The candidate and prospective employer spent approximately 30 minutes discussing in detail the offer terms: base compensation commission schedule profit sharing and bonuses insurance coverage car allowance expense account and other related matters. At the end of the conversation the candidate and the prospective employer shook hands to "seal the deal". The VP of Sales told him that their HR Director would follow up with him in the next "few days" with an "official offer letter". Four business days later the candidate called me. I could tell this normally cool and collected sales professional was a bit flustered.
You are letting the candidate know that the end goal is to get him/her to the offer letter stage. Your tone throughout the recruitment process should be clear-cut transitory pleasant and professional. By setting and maintaining the tone the candidate will follow suite. Keep the tone positive by informing your candidate exactly how the interview process will go. Let the candidate know how long the interviews will last how many people will they meet and what types of questions should they be expecting. Leaving the candidate in the dark will show either aggression or lack of interest on your part.
You may come to the conclusion that the opportunity is worth foregoing a few perks. Negotiating a job offer doesn t have to be tedious. Determine what s important to you but be ready to compromise. And don t lose sight of the intangible things that you won t see in your job offer letter. Happiness and fulfillment don t always come with more money. You just completed a great interview and you make a job offer to the candidate. He says that he needs to think about it and asks to call you in the morning. The next day he calls and accepts the job. Two weeks later his first pay check arrives and he is in your office saying there is something wrong with the amount.